After last year’s damning statutory inspection caused “hurt and frustration” across the organisation, it commissioned the Glass Lift to assess the culture with the aim of addressing themes raised by staff.

The occupational and business psychologists found that the environment is controlling and while bullying was reportedly declining, there is a “clear view [it] is still present in the organisation, and people see it as a perceived risk”.

Staff told the Glass Lift they felt overstretched, undervalued and mistreated, and they were “deeply concerned” about the toll their jobs were taking on their mental health. The support service was seen by some as “insufficient” and a “box-ticking exercise”.

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All parts of the workforce told the Glass Lift they were feeling the pressure of high workloads, positive feedback was rare and the tone of communication was “threatening” rather than supportive or encouraging.

Women said they had to work harder than men to be seen as equals, while on-call staff felt “second class” compared to their whole-time colleagues.

Asked what changes could have been made to improve their working experience, staff leaving the service told the Glass Lift it needs to:

Ensure bullying is dealt with swiftly and decisively and make it easier to report.

Train managers – for example in how to manage appropriately and how to stand up to poor behaviours.

Listen to what employees are telling the service – and don’t make a decision then pretend to consult.

Despite the negatives of the service, the Glass Lift found that individuals remain proud and committed to aspects of their roles, and they form lifelong friendships with their workmates.

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Independent inspector Craig Baker’s investigation last year found that Avon Fire and Rescue Service suffers from “deep seated cultural issues” such as a lack of racial diversity and “endemic” bullying.

Mick Crennell, the service’s chief fire officer and chief executive, said it made for “uncomfortable reading” in parts and the Glass Lift’s review helped to unpick what staff really think.

He said: “I understand there is no quick fix to this and that changing a culture requires compassion, commitment and ultimately time.

"I am under no illusion that it will take considerable investment in order to resolve the concerns raised in the cultural review. “I have taken heed of the comments shared in the review and I am committed to leading the organisation on our improvement journey.

“To ensure the best possible response, the review was independent, non-attributable and anonymous, and we committed to publishing the report to staff before seeing it.

“I am therefore delighted that over 70 per cent of the service shared their thoughts, which highlights how engaged staff are.

“Similar to other emergency services and public sector organisations, the very nature of our business means that we are already operating in difficult working conditions, with increasing operational demands and reduced funding from central government.

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“That’s why it’s more important than ever staff are able to have their say, feel listened to and are supported.”

Fire authority chair Councillor Donald Davies said: "[Last year’s] report caused hurt and frustration across the organisation and engaging staff through the cultural review has been a fundamental step in the healing process.

"I know those women and men who make up Avon Fire & Rescue Service are wholly dedicated to delivering a service that our communities have come to expect.

"It’s important, however, that those people who are keeping our communities safe, themselves feel secure and supported by the organisation they work for.

“I hope staff can see the commitment being made to understand and tackle their concerns.”

The organisation’s plan for cultural change is expected to be published early in the New Year.